Titanic Monthly Report Follow up:
– Staff list/Staff Changes report to be sent to Capital HR dept. not later than 20th of each month;
– Staff Costs report to be sent to Capital HR dept. not later than 25th of each month;
– Titanic report consolidation/approved reports to be received from Capital HR dept. for salary payment not later than 28th of each month;
– Titanic report signed hard copy & Titanic support documents to be sent to Capital HR dept. not later than 1st week of N+ month;

Control the Staff cost in ACTED Area office and sub bases with direct cross check with Area Finance Officer;

Review and update the national staff grade, salary & position to be in accordance with country approved salary grid;

Organize sub bases visit to cross check Admin/HR documents & review the HR system on quarterly basis to ensure transparency and accuracy as well as sub base proper set up;

International Staff:

Send on monthly basis the Area International staff attendance sheet and on regular basis their leave request forms and other HR documents (as needed) to Capital HR dept;

Recruitment:

National Staff Recruitments:

Prepare vacancy announcements for Junior National staff in area of intervention and follow with Capital office the recruitment process as per monthly Titanic report planning;

Cross check with Area Finance to ensure budget is available for new recruitments;

Ensure that ToRs are prepared by line manager prior to release the vacancy announcement;

Ensure that all CVs will be reviewed by relevant dept. prior short listing;

Prepare a comprehensive/clear short list for successful candidates to attend for Interview(s)

Ensure to collect all necessary documents of applicants as indicated in ACTED HR Manual;

Ensure that the personal folder database have been updated on regular basis;

Capacity Building:

A general database with direct consultation of line mangers (Head of dept. Area FLAT, Program Managers and Area Coordinators to be updated for Country Director approval. This list will contain (list of staff, working period, performances evaluation and required training).

Internal Training:

Conduct review and survey of staff performances with direct contact of line managers to identify requirement/needs for training and provide to Capital Admin/HR Manager;

Introduce staff who are in need for training to Capital HR dept.;

Brief Training for all new national staff on ACTED system, procedures, code of conduct and internal regulation.

External Training:

Support Country HR Manager in order to search various sources (websites, news papers, education trainings centres) to introduce staff for short terms courses & training;

Contact with line manager, program officers, area FLAT and Area Coordinator to update database;